Love as Joyous Essay Example for Free

Love as Joyous Essay Both Plath and the Metaphysical Poets show love as joyous by suggesting a strong physical intimacy between themselves and their lovers. Donne, known for his hedonistic ways tried to seduce his lady in the poem To his mistress going to bed by relating her undressing to a holy analogy. Hallowed temple heaven paradise Angels gives a sense of purity about the relationship and emphasises the innocence in that the love they are about to share is purely between them. Along with this, in order to fortify the intimacy felt during love making Donne uses polysemic terms such as My mine of precious stones which not only displays mine as a first person possessive pronoun- perhaps showing pride in the possession he has over his mistress- but also the mine that is her genitals- the new land he is yet to discover. Similarly Plath uses polysemantic terms as a way of showing the exclusivity in her relationships in the poem Ariel , specifically referring to the apparent lesbian affair she had soon after her and Ted Hughes split The childs cry melts in the wall not only suggests that when with her alleged lesbian partner shes free for the burden of motherhood and can just focus on their passion but also that when being in a homosexual relationship the possibilities of conceiving a child are none an therefore there is no-one else to detract from the bond and overwhelming desire that the 2 have for each other. Plath also represents this intimacy by using metaphorical imagery such as White Godiva which indicates the female naked freedom while also subtly protesting against her husband by portraying this great female symbol. Plath also uses imagery to intensify the passion she feels in love making with another woman The brown arc of the neck and into the red eye suggest the vagina and feminists would argue that Plath portrays the orgasm as Foam to the wheat glitter of seas which exaggerates the intimacy experienced when the 2 are at their most vulnerable naked states. Along with this both Plath and the Metaphysicals display the joyous love by the overwhelming of emotions that it creates. In Donnes poem To his Mistress Going To Bed the whole poem is written in one stanza with its contents being ridden with enjambment we easily know By this these Angels from an evil sprite:. This shows the feelings Donne has as not being able to express them fast enough as, as hes seducing her, so many emotions are being created at the foremost frustration and lust. At the time, Donne was known for being debauched and this excitement and unable to contain his feeling emphasises how much he risked in order to sleep with the woman. The use of plosives such as Behind before, above, between, below represent the transactional and heightening strength of the emotion whilst the caesura in the line suggests Donne needs to pause after the words to try and calm himself down from all the overwhelming urges and desires he has for his mistress. As Donne was a child genius and was working in law by the time he was 17 he was popular with the ladies, and so when a woman such as the one hes addressing in the poem doesnt succumb to his epicurean ways so easily, his emotions flair and overwhelm him into an almost plea for her to make love with him. Plath also uses linguistic features in portraying the overbearing love and excitement she has for her first child to be born. Youre is a poem written during her pregnancy of her first child Frieda. She uses the phrase Vague as fog and looked for like mail to represent the anticipation and urgency she has to meet her new child. However, this is a homophone and mail could also mean male as in the absence of her husband Ted Hughes who was rarely around. At the time she was having relationship issues with Ted and building a new everlasting love bond with her new child and so the conflict in positive and negative emotions at the time would have certainly been overwhelming. The fog in this phrase represents the uncertainty and space between the mother and the gestating baby which may also be ironic of the disbelief she has that she can love a person so much without having met them yet. Finally both the metaphysical poets and Plath display love as joyous by seeing it as an opportunity for a new start. Donne sees this new start being one as starting from the pure naked state in the relationship to enter in these bonds is to be free is an oxymoron as the bond of marriage incarcerates two people in a relationship eternally. However Donne is expressing that by having this new start of marriage they will have a sense of freedom and self completion making love even more joyous. Whether Donne actually meant to marry the woman is questionable, after his strong womanising reputation however if he is then the new start he would have in actually committing himself in a marriage shows the strength of the love he feels. Plath, in Ariel sees the birth of her first child as a new start for herself. The metaphor of the last 2 lines Right, like a well-done sum. A clean slate, with your own face on shows the positivity she already sees in this new being well-done sum and clean slate. At the time she was going through hardships in her marriage with Ted Hughes and so the new child could be a source for a new start of optimistic love and a positive source to project happiness onto. The compound words in Thumbs-down on the dodos mode. Represents the new life and thus new beginning Plath will receive from the new baby whilst the assonance of the o sound fortifies this by showing certainty and stability she sees in that this undoubtedly will give her the release and new start that shes needed for so long

Health In New Zealand Health And Social Care Essay

Health In New Zealand Health And Social Care Essay Health is multi factorial and is the product of reciprocal interaction between individuals and their environment. Social determinants of health are the conditions in which people are born, grow, live, work and age, including the health system (World Health Organisation, 2008). As in most countries, health in New Zealand is also distributed unequally throughout the society. This reflects that there is an uneven allocation of social determinants of health such as income, education, occupation and access to health for certain groups compared with others. This essay will examine income as one of the social determinates of health and the effect of low economic status in Maori health. Further it will discuss how the nurses can care for Maori people with inequalities in health and the importance of the government strategy developed to address Maori health concerns. Finally this essay will analyse the psychological factors associated with smoking behaviours and its consequences. Income, employment, education, housing, culture and social cohesion are the distinct social determinants which directly or indirectly influence health outcome of an individual. The people who are more vulnerable to ill heath mostly come under low income category. Income inequalities increased evidently in New Zealand between 1987 and 1991 due to unemployment. The growth in income inequalities is especially seen in Maori population (Davis Dew, 2005). Income is one of the major determinants of health, which contribute to the poor health status of Maori. Indigenous Maori have the poorest health status among any other ethnic groups in New Zealand. The median annual income of Maori in 2006 was $20900 compared to $24400 of the total population in New Zealand (McMurray Clendon, 2010). According to the New Zealand statistics 2005, the average weekly income of Maori was $471 compared to $637 of non-Maori (Robson Harris, 2007). Income and wealth are the major modifiable determinants of heal th which affect the access to healthy environment, living condition, housing, education and timely effective health care. Level of home ownership, property ownership and income producing assets are lower among Maori than non-Maori population. In addition to these, lower equivalent income levels limit the availability of the Maori families to accumulate wealth out of current income (Dew Mathewson, 2008). Compared to non-Maori, inequalities in health status and mortality are higher and increasing among Maori, with increased incidence of conditions such as coronary heart disease and higher fatality rates (McMurray Clendon, 2010). The current economic situation of the Maori and non-Maori is profoundly linked to the history of colonization of New Zealand. Besides this, economic reforms also cause loss of income from changing nature of work arrangements for Maori (Broom, 2007). The income inequalities can be also explained in terms of lower educational qualification and under representa tion of Maori workers in high profile jobs. In New Zealand society Maori are the lowest salary earners and this leads to a low socio economic status (Robson Harris, 2007). Besides this, income level can affect mental health, caring for children and family. People belonging to low economic status always struggle to care their life and childrenà ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒ ¢Ã¢â‚¬Å¾Ã‚ ¢s health (Marmot Wilkinson, 2001). Being health professional, nurses have obligation to identify unfairness or inequalities in health. Nurses should work to address the underlying determinants of health and working towards to ensure equitable health and wellbeing of everyone in the society (McMurray Clendon, 2010). In order to deliver proper health care nurses have to be aware about the needs and rights of Maori (Broom, 2007). Principles of Treaty act as a model for nurses to work with Maori. Nurses should respect the cultural beliefs and deliver health services in a culturally acceptable manner (Francis et al., 2008). Nurses should work in a manner to improve the access to health, especially to those who lacks financial resources. Approaches like selecting a central location and convenient time for health services can improve access of health facilities by the low income groups. Nurses should identify vulnerable groups with low income such as unemployed, single mothers and parents with more dependent children. In or der to ensure unbiased health to low income group nurses have to educate them regarding the health facilities and their right to health irrespective of economic status. Increasing conventional services like employing of indigenous health workers and establishing indigenous programs is another nursing intervention for reorienting health service for Maori. (Mason Durie, 2003) For instance Maori can be cared better by employing more Maori nurses as they will have enhanced understanding. Improvements in Maori health status are critical, because Maori has the poorest health status among other New Zealanders. The New Zealand government identified the importance of prioritising the Maori health problems and the need to eradicate health inequalities which has a negative impact on Maori health. He Korowai Oranga is a health strategy set for Maori health development in the health and disability sector. This strategy acts as a basis for the health sector to deal with the health problems of Whanau. The focus of He Korowai Oranga is on Whanau or family wellbeing. The outcomes are mainly aimed at empowering Whanau with physical, social, mental and emotional health; enabling them to take control over their health, creating better quality of life and ensuring their active participation in New Zealand society (Francis et al., 2008). He Korowai Oranga stands on the principles such as partnership, participation and protection which are the core principles of Treaty of Waitangi. He Korowai Oranga tries to identify health inequalities among Maori people in terms of education, income, occupation and access to health health. This strategy aims at considering Maori approaches and models to health for improving Maori outcomes. Inequalities among health statuses of Maori are clearly documented in this. Nationwide population health priorities for Maoris are also enlisted in appendix 3 of this strategy. Besides this it also provide guidelines to district health board for effective assessment and monitoring of Maori health status. This strategy also has made provisions to improve Maori access to mainstream health services like public hospitals or primary health centres (Ministry of Health, 2002). Risk taking behaviours are those which affect the physical and mental health of individuals. Risk taking behaviours may include smoking, alcoholism, unsafe sexual habits, gambling and participating in dangerous activities. Tobacco is the major cause of preventable death in New Zealand. Smoking kills around 4300 to 4700 people per year, among this almost 600 are Maori (Maori Affairs Committee, 2010). Some people consider smoking as a method of channelizing their stress or escape mechanism from their stressful situation or frustrated family life. Some consider smoking as a way to get peer pleasure and to kick out their boredom (Marks, Murray, Evans Willig, 2001). Increased risk of smoking is usually seen in those who are divorced, separated or lone parents. 80-90% of smoking prevalence is seen among people who are under severe deprivation areas such as prisoners, homeless and poor (Marmot Wilkinson, 2001). Young people consider smoking as a way of developing their identity, method of relaxing tension and making peers. Parents and role models can greatly influence smoking behaviour of adolescents (McMurray Clendon, 2010). Media plays a great role in influencing people to smoke even though they advertise about the repercussions of smoking (Marks et al., 2001). The use of tobacco gives rise to many health hazards. Smoking contributes to the higher incidence of coronary artery disease, chronic obstructive pulmonary disease, pneumonia, reduced lung function, impaired lung growth in children and various cancers especially lung cancer. Smoking aggravates the symptoms of many other illnesses, for instance smoking can reduce fertility, increased cataract incidence, poor wound healing, and worsen peptic ulcer. Smoking during pregnancy can lead to birth complications, premature death, small gestational age and low birth weight. Passive smoking is another health risk associated with smoking. Non-smokers living with smokers have 30% increased chance of lung cancer (Maori A ffairs Committee, 2010). In brief social conditions are particularly important in determining health status of an individual. When a social environment is supportive, the person is more likely to be empowered in their health. There is a well-established evidence of relationship between income and Maori health status. Nurses can play an important role in reducing the inequalities in health. In addition to this smoking remains a major contributor to disparities in health status because this behaviour is strongly shaped by income deprivation, occupation and education.

Essay --

Hank Rape Mr. Parson Adv. English 12 10 February 2014 The Advancement of Aircraft Because of War The fact the man now have the ability to fly is by far the most remarkable thing that ever has been or will be. In the early 1900’s two brothers had an idea and in 1903 man now had the ability to join the birds in the sky. Then in 1941 the first jet plane was invented in Germany. In less than 40 years man had crammed hundreds of years of advancement into this short time period. This is because of the fact that there were two world wars happening in this period the second of which didn’t even have time to finish. To say that aircraft had flaws is a major understatement, the first aircraft could only travel a few hundred yards at a time. This problem was solved be increasing the power of the engine. Also the wingspans were increased and wings modified so they would generate lift while traveling. Of course the propeller was modified to be able to be more effective at propelling the aircraft forward. However this was just the start of the problems with aircraft and air travel. After tack...

Conversations of Nanko and Konan :: Writing Education Communication Essays

Conversations of Nanko and Konan Nanko: Allow me to introduce myself. My name is Nanko. Talking with me is my colleague and friend, Konan. Say hello, Konan. Konan: Hello, Konan. Nanko: No, I mean say hello to the reader. Konan: Hello to the reader! Nanko: Perfect. Konan: Thank you. Nanko: Prior to your arrival (your meaning you, the reader,) Konan and I were having a little discussion. In reality, I was doing all the discussing in this conversation because I was, to put it bluntly, complaining vigorously. Konan: Most vigorously. Nanko: Yes, thank you for the affirmation, Konan. As I was saying, my complaining was the reality of the discussion. What was the reason of these incessant complaints, you might ask? An English professor from whom I am taking a course entitled "Expository Writing." Konan: Yes, that was the basis of your complaints. Nanko: Of course, these complaints are in no way directed at the professor himself. No, no, no. In fact, he seems like an affable man. Rather, these complaints relate to his latest assignment given to the students of his "Expository Writing" class. Konan: I would have to agree that you are in no way slighting this particular professor, only his expectations held for you. Nanko: Yes, I like the first half of your statement, but what is meant by the latter half? Konan: In saying expectations I refer to the assignment he has given you. Nanko: You have confused me. By using the term "expectations," do you mean the professor's expectation that a paper will be handed-in to him on this exact due date of December 16, and, if not, this paper will go down in its score with every late day thereafter? Or do you refer to a "higher form" of expectation, such as a teacher to a student and the process of learning and gaining knowledge through stimuli, created by the teacher, of thought? Konan: I, uh, would have to agree. Nanko: Let us return later to this; now, let me tell of this assignment. This professor is asking for a paper written unlike any I, personally, have ever written before. He wants us, as writers, to do away with "themewriting" altogether and write in a different style or form. However, as you can see, I have started to panic. I have never written an essay or paper in any form other than "themewriting." I have no idea where to begin, how to continue, or where to conclude.

Glamorous Lives Changed By Children :: Film Movie Raising Helen Uptown Girls Essays

Glamorous Lives Changed By Children In the movies â€Å"Raising Helen† and â€Å"Uptown Girls†, two women find their glamorous lifestyles turned inside out and themselves’ in the constant and close company of children who they do not seem at all fit to take care of. Although these women have similar experiences with children and are shaped and changed in similar ways by these experiences, their circumstances are quite different. The two women learn a world completely different from their own through being care takers to children. They each have new responsibilities that come out of this experience and, as a result, are shaped into entirely new people with new values and memories of life. Both women gain experience in responsibility to someone they truly care about. Although their glamorous lifestyles are changed drastically by these responsibilities, both women realize the true happiness and satisfaction they get from doing something and being there for someone other than themselves. As a resu lt, they learn to value selflessness and memories that could never be out done by a life of glamour and money. In â€Å"Raising Helen†, Helen Harris in her glamorous, big-city life one day finds herself acquiring custody of her two nieces and one nephew. Her life is turned inside out and she is completely beside herself when trying to figure out what to do. Helen and the kids face many trials and tribulations but soon make a life together that, although is lived one day at a time, works. Helen is shaped into a whole new person and learns now more than ever what it means to be a family. In â€Å"Uptown Girls†, Molly a rock n’ roll princess has her glamorous and rich life swept out from under her feet when she finds out that her accountant has blown all of her daddy’s money. She ends up in a job as a Nanny for nine year old Ray who has a mother too busy with her own life to even notice her daughter. Molly and Ray hate each other at first but soon become the best of friends and learn how to accept each other’s quirks. Molly is also shaped into a whole other person and learns what it means to have a true best friend. Both women experience a drastic change in their lives. They are hit with new responsibility, a kind of responsibility that, if neglected, would affect another human-being, not just themselves.

Conflict Resolution and Mediation Essay

be differences in opinions which inevitably lead to disagreements. Conflict exists in families, in the workplace, in churches and schools, in sports, between neighbors and between countries. Conflict is defined as â€Å"an expressed struggle between at least two interdependent parties who perceive incompatible goals, scarce resources, and interference from others in achieving their goals†. (Wilmot and Hocker, 2001, p. 11). When there are differences in individual values, motivations, ideas and perceptions, conflicts arise. How individuals deal with conflict depends on personal history, family background and other influences over one’s lifetime. Gender as well as culture influence behavior and perceptions and play an important role in conflict resolution. Traditionally, conflict has been viewed as a destructive force which was best handled by avoiding, ignoring, or silencing it. There is a growing body of literature on the benefits of effective conflict management. Healthy conflict is now viewed as a necessary ingredient in organizational success. The ability to deal effectively with conflict is critical to creating productive relationships. Although most people continue to view conflict negatively, it is a necessary ingredient to creativity and results in healthier relationships. There are two kinds of conflict, constructive and destructive. Constructive conflict should be encouraged because it leads to creative thinking and growth. It results in high performing organizations and to enhanced relationships. Destructive conflict should be eliminated or dealt with immediately. It is costly and does not promote positive personal or organizational development. Communication is a key ingredient in conflict resolution. There are various tools available to resolve conflict. They include legal remedies, arbitration as well as mediation. Conflict resolution skills are learned and when applied, result in improved relationships. Defining Conflict There is an element of conflict in almost all relationships. Conflict has also been defined as â€Å"a social problem in which two or more persons, families, parties, communities, or districts are in disagreement with each other† ( Dzurgba, 2006). It occurs on an intrapersonal as well as an interpersonal level. If left unmanaged, conflict can lead to hostility, anger, alienation, war, inefficiency, expensive mistakes, legal battles as well as physical violence. There are five main conflict resolution styles  that individuals use depending on the situation. They are: Avoiding the Conflict – By avoiding the conflict, one or more parties pretend there is no problem. Some examples of avoiding include pretending nothing is wrong, shutting down or stonewalling. Accommodating – One party agrees to accommodate the other’s request usually for the sake of keeping the peace. This can lead to resentment. Competitive – One party stands his/her ground and competes to secure a win. In the short run, one party wins, but can lead to serious issues long term. Compromising – Both parties willingly enter into a negotiation where each gets something out of the other, but neither gets everything they want. Usually the parties negotiate on the larger issues where they have common ground and let go of minor issues. Collaboration – Both parties enter into meaningful negotiations towards a win-win solution. This style takes the most courage and involves listening to the other party and thinking creatively to resolve the problem w ithout compromising. This is the most successful and admired and respected style. Conflict Resolution Conflict resolution and mediation leads to the reduction of the conflict. Effectively addressing conflict leads to an improvement of relationships and to greater organizational and personal effectiveness. Conflict resolution entails managing stress, managing anger and managing face. When managed well, conflict can be a catalyst for innovation and creativity, leading to organizational learning. Conflict provides an opportunity for the best ideas to be shared to improve a situation or a process. Left unmanaged, conflict can have expensive legal consequences as others seek litigation to resolve the conflict. In organizations, it can lead to employee dissatisfaction, expensive turnover, decreased productivity and expensive errors. In families, unmanaged conflict can lead to violence, family dysfunction and divorce. Types of Conflict There are five types of conflicts, namely relationship, data, interest, structural and value. Relationship Conflicts Relationship conflicts are personal and result from misperceptions,  miscommunication, stereotypes, negative behavior and rumors. It affects the relationship between two people, but can impact others within the team. Work environments consist of employees from diverse backgrounds with very different value systems. There are cultural, gender and generational differences which contribute to relationship conflicts. As a result, miscommunication occurs because of differences in meaning, norms of communication and behavioral expectations. What is perceived as an ordinary conversation in one culture may be considered rude and intrusive by another culture. Spouses often have relationship conflicts that lead to divorce if unresolved. Data Conflicts Data conflicts often occur when two or more individuals are interpreting data differently. This can lead to wrong decisions, but can also lead to major disagreements. The budget conflicts which have let to the sequestration are an example of data conflicts. The Republicans and the Democrats are interpreting the budget numbers differently and coming to very different conclusions regarding what the numbers mean. As a result, they cannot agree on a budget. Interest Conflicts Interest conflicts occur when one person is trying to take advantage of another person. This may happen if an employee starts a company that provides the same services as his/her employer. Interest conflicts occur when the boss is dating an employee because that may introduce favoritism and may negatively impact other employees. Structural Conflicts A structural conflict is created by the organization. It is not subjective and is not created by people’s viewpoints or perceptions, but rather by limited resources or changes that the people involved have very little control over. An example of a structural conflict is a company that has customers across the world, but only has a customer service center in Ohio. The sales force would like to have all customers served promptly regardless of location, but the service center has regular hours. The company either  has to create 24 hour shifts to accommodate its customers or open centers in other countries. Value Conflicts Value conflicts are differences in personal beliefs, preferences or priorities. This occurs between two people or within groups of people. Cultural differences usual result in different value systems which can lead to conflict. Examples of value conflicts in interpersonal relations can be a person who likes meat verses someone who is vegetarian, or, a liberal Democrat verses a conservative Republican. Each individual develops a value system based on culture, personality and the society they grow up in. There is no right or wrong in value systems, just a difference in opinion. Value conflicts are subjective because they are based on how people â€Å"feel† about each other or the situation. They are very difficult to effectively resolve. Intrapersonal and Interpersonal Power Power plays a critical role in interpersonal and intrapersonal conflicts and disputes. There are many forms of power. The role of power in a conflict intensifies as the balance of power shifts. In the work environment, the power imbalance often exacerbates a conflict and often leads to resentment or anger. Power imbalance changes the communication styles used by the parties in a conflict. In conflict or dispute, one or more types of power may be used by the parties in the attempt to resolve the conflict. People in a high power position may not use their power to influence a decision out of guilt. In a conflict, one party usually possesses more power than the other. Real or perceived power imbalances make it difficult to resolve a conflict to everyone’s satisfaction. Power can be structural or personal. The extent to which one party can impose their will on another affects how the dispute is resolved. Power currency depends on the value placed on particular resources by the oth er party in the relationship. If one has what others need, they are in a powerful position and have more power currency. As needs change, the power currency may be more of less valuable. Just like actual currency, the value of the currency fluctuates and is situational. Interpersonal power currencies are: 1. Resource control: Often associated with a position within an organization and can include financial, information, equipment and rules and regulations. When a citizen visits the social security office to get disability benefits, the government holds the power for the decision to approve or not approve the benefits. The citizen has very little power and the government has the resources. 2. Interpersonal linkages: This is associated with someone’s position in the larger system. This is highly dependent on â€Å"who you know† and the relationships one has to make things happen. The Secretary of State is in a position to resolve the Mid-east conflict based on the interpersonal linkages he/she has with both Israel and Egypt. 3. Communication skills: Listening skills, leadership skills and the ability to effectively communicate is a power currency. Preachers have the ability to communicate a message to their congregation and get them to rally around a particular issue. They are often called upon to mediate disputes because of their ability to listen, be empathetic to both parties and effectively communicate both viewpoints and negotiate a resolution. 4. Expertise skills: When one has a special skill or knowledge that others find valuable, he is in a position of influence. A pilot, a surgeon or a car mechanic all possess special skills that put them in power positions during certain disputes. Power imbalances disproportionally benefit the powerful party. Power generally falls into three categories, designated power, distributive power and integrative power. Designated power is often referred to as positional power and is as a result of a position or office held. A parent, manager, teacher or policeman has power that comes from their position. Distributive power is the â€Å"power over or against the other party† (Wilmot & Hocker, 2001, p. 103). Integrative or â€Å"both/and† power comes from two parties working together to achieve a mu tually beneficial goal. This power differential has a significant impact on the substance and the process to resolve the conflict. When applied appropriately â€Å"constructive use of power solves problems, enhances relationships, and balances power† (Wilmot & Hocker, 2011, p. 103). Forgiveness and Reconciliation There is a growing body of literature on forgiveness and reconciliation. Disparate fields such as social and developmental psychology, anthropology,  political sciences, religion and legal studies have all been conducting research on forgiveness and reconciliation. There are many definitions of forgiveness. Forgiveness and reconciliation often follow other efforts to resolve a conflict and heal the relationship. As such, forgiveness is highly personal and emotional. Kornfield defined it as follows: â€Å"Forgiveness is the heart’s capacity to release its grasp on the pains of the past and free itself to go on† (Kornfield, 2001, p.236). As shown in Figure 1, there is a flow of events that lead to reconciliation. The Forgiveness & Reconciliation Cycle for Effective Conflict Resolution Figure 1 Forgiveness is a key ingredient essential for reconciliation and conflict resolution. It is recognized in religion and social science literature as an important element in healing conflicts. For healing to occur and normal trusting relationships to be formed, both sides need to stop blaming each other and move past the conflict. An apology is a catalyst and a key ingredient leading to forgiveness and reconciliation, and ultimately to conflict resolution. While conflict resolution is focused on resolving substantive issues in a dispute, reconciliation focuses on addressing personal and relational issues and restoring relationships. William Faulkner was quoted by journalist Bill Moyers as saying â€Å"Forgiveness is giving up the idea of a better past† (Wilmot and Hocker, 2011, p. 297). Forgiveness is concerned with healing the hurt, disappointments and sins of the past, and improving relationships in the future. Mediation and Organizational Conflict Resolution A mediator is defined as â€Å"a neutral third party who has no decision-making power regarding the outcome of the mediation† (Abigail & Cahn, 2011, p. 197). The advantages of mediation are: 1. Cost – Mediation is much less expensive than the alternative of either having the situation go unresolved or resolve legally 2. Flexibility – Mediation can be conducted anywhere as long as it is neutral ground. 3. Informal – It can be adapted to accommodate cultural, personal, structural and other differences. 4. Effectiveness –  Mediated solutions tend to last because the parties come to a mutually agreed solution. 5. Preserves Relationships – Parties tend to have stronger long term relationships because they feel they were heard and have the other’s commitment. Effective organizations have mediation as part of the conflict resolution process. This is an effective way to resolve conflicts while both parties maintain control and ownership of t he issues. Conclusion Effective conflict resolution is important to building productive relationships. The importance of conflict resolution has been reinforced by the disparate fields focused on studying the subject. Organizations must provide the right structure for effective conflict resolution to be effective. Effective conflict resolution requires a health balance of power and promotes a health organizational culture. When all stakeholders have a voice, decision making is enhanced, engagement improves, and innovation increases. Maintaining a balance of power should be a high priority for any organization to be competitive and reach maximum productivity. Diversity is a consideration when creating conflict resolution processes. Gender, ethnicity and culture have to be considered to create an effective process. Although power is complex and maintaining a balance of power is fraught with difficulty, process design, effective communication, and a culture that encourages open dialogue will ensure that all parties effectively negotiate in their own interest to bring about fair outcomes. Archbishop Desmond Tutu who chaired the Truth and Reconciliation Commission (TRC) said that â€Å"there can be no future without forgiveness†. Forgiveness is an intrapersonal as well as an interpersonal activity. Forgiving someone can be done with or without the other person’s consent, making it a relatively easy process intrapersonal. It is much more complicated interpersonally since it requires another party to either apologize, or accept an apology and forgive. As research is finding, â€Å"Apology and forgiveness have the potential to foster reconciliation and encourage peaceful coexistence among groups and nations† (Asby et al, 2010, p. 25). Conflict should be treated as an essential ingredient for healthy relationships both at home and at work. In health care organizations such as MaineGeneral Health, empowering employees with skills to handle conflict was critical to creating a culture  where employees felt comfortable speaking up (Bullock, 2011, p. 82). By speaking up, the hospital was able to avoid medical errors. References Abigail, R. A.., & Cahn, D. D. (2011). Managing conflict through communication. 4th Ed. Boston: Allyn and Bacon. ISBN: 9780205685561 Ashy, M., Mercurio, A. E., & Malley-Morrison, K. (2010, March). Apology, forgiveness, and reconciliation: An ecological world view. Individual Differences Research 8 (1), 17-26 http://proxy1.ncu.edu/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=psyh&AN=2010-05622-003&site=ehost-live Bullock, S. (2011, July/August). Empowering staff with communication. Healthcare Executive 26 (4), 80-82 http://search.proquest.com.proxy1.ncu.edu/docview/875635837?accountid=28180 Chetkow-Yanoov, B. (1997). Social work approaches to conflict resolution: Making fighting obsolete. Binghampton, NY: Haworth. Deutsch, M., & Coleman, P. T. (Eds). (2006). Handbook of conflict resolution (2nd ed.). San Francisco: Jossey-Bass. Dingwall, R., & Miller, G. (2002). Lessons from brief therapy? Some interactional suggestions for family mediators. Conflict Resolution Quar terly, 19, 269-287. Dubler, N. N., & Liebman, C. B. (2004). Bioethics mediation: A guide to shaping shared solutions. New York: United Hospital Fund. Eddy, W. A. (2003). High conflict personalities: Understanding and resolving their costly disputes. San Diego, CA: William A. Eddy. Eller, J. (2004). Effective group facilitation in education: How to energize meetings and manage difficult groups. Thousand Oaks, CA: Sage. Lee, J. (2010, July). Perceived power imbalance and customer dissatisfaction. Service Industries Journal doi:10.1080/02642060802298384 30 (7), 1113-1137 http://www.tandfonline.com.proxy1.ncu.edu/doi/abs/10.1080/02642060802298384 Maroney, T. A. (2009). Unlearning fear of out-group others. Law and Contemporary Problems Journal. 72(2), 83-88. Sloan, W. M. (2011, March). What did you say? Curtail conflict with effective communication. Education Update 53 (3), 3-5 http://proxy1.ncu.edu/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=ehh&AN=58834574&site=ehos t-live Wilmot, W., & Hocker, J.

Nike sweatshop Essay

1) Should Nike be held responsible for working condition in factories that it does not own, but where sub-contractors make products for Nike? Nike doesn’t own any manufacturing facilities and outsource its production. Therefore, it can’t be directly blamed for terrible working conditions. Nike can influence indirectly on working conditions at contracting factories thorough refusing to work with sweatshop factories. However, Nike, like any other capitalistic enterprise, is looking for economy of scales and making more money for its shareholders, so each dollar counts. In this case, Nike business ethics is being questioned. From another point of view, workers and employers have a voluntarily contract engagement and working conditions are on the same level as at other local enterprises. However, if Nike claims to be a social responsible corporate citizen, it has to maintain business practices accordingly. They have to influence their partners to provide better working conditions and avoid long hours for child labor. Otherwise, they should be like everybody else and benefit from prevailing business practices in the third world countries. 2) What labor standards regarding safety, working conditions, overtime, and the like, should Nike hold foreign factories to: those prevailing in that country, or those prevailing in the United States. Nike has to follow traditional labor standards prevailing in the supplying countries due to the absence of ownership for production facilities. It will be almost impossible to impose American labor standards regarding safety, working conditions and overtime into a foreign country, because they all have their own authorities that regulate these issues. Cheap labor is their only competitive advantage to attract foreign direct investments. Changing labor standards in compliance with the US regulations will lead to factory overhead expenses increase and lose of economies of scale. Therefore, Nike should follow the current regulations and try to improve the standards and working conditions at their supplying factories to a certain acceptable extent. 3. An income of $2.28 a day, the base pay of Nike factory workers in Indonesia, is double the daily income of about half the working population. Half of all adults in Indonesia are farmers, who receive less than $1 a day. Given this, is it correct to criticize Nike for low pay rates for its subcontractors in Indonesia? Nike shouldn’t be solely responsible for the low pay rates for its subcontractors in Indonesia. It reflects the current labor market situation and the way local economy operates. However, Nike should do their best to influence the improvement of working conditions and pay rate increase at its subcontractors. Not only Nike exploits that the benefits of low pay rates in Indonesia, but, other foreign companies as well. It should be a common strategy to influence the improvements. These changes can’t happen at once, it should be a long-term strategy for the benefit of local workers. For instances, the average hourly pay rate is $1.3 in Moldova. This number is significantly low than in the Western Europe. Many Western businesses are exploiting this advantage. China is another good example where average monthly salary has risen from $250 in 2005 to $600 in 2012. It was the government of China policy to increase salaries. Therefore, local governments should influence the pay rate increase, and MNE will follow the rules of the game. 4. Could Nike have handled the negative publicity over sweatshops better? What might have been done differently, not just from the public relations perspective, but also from a policy perspective? Nike could have done a better job addressing not only the age issue and inferior working conditions, but the pay rate increase as well. Nike preferred to take care of certain critics selectively, leaving behind the main concern- pay rate. Charging premiums for their products, Nike can afford be more accurate in selecting subcontractors and promoting better working conditions on sites. Nike hired onetime US Ambassador to the UN, US Congressman, and former Atlanta Mayor, Andrew Young, to assess working conditions in subcontractor’s plants around the world. He made a mildly critical report spending two weeks and visiting 15 factories only. It is obvious that the report was subjective and led to even more critics from human rights and labor groups. Nike should have been more objective showing more opportunities for improvement and making more positive publicity from eliminating trouble issues. 5. Do you think Nike needs to make any changes to its current policy? Is so, what? Should Nike make changes even if they hinder the ability of the company to compete in the market place? Nike has to make changes to its current policies and support the Workers Rights Consortium. The times has changed and the business ethics is more important nowadays than it used to be several years ago. More attention is paid to top managers’ compliance with the ethics code after major bankruptcies involving unethical behavior, for instances, Enron. Nike policies have to be updated to the modern conditions and business environmental requirements. Nike should care not only about its shareholders, but, about all stakeholders, including suppliers and consumers. These new trends should be stated in their policy clearly. 6. Is the WRC right to argue that the FLA is a tool of industry? The Fair Labor Association grew out of the Presidential task force on sweatshops and included the Lawyers Committee for Human Rights, the National Council of Churches, the International Labor Rights Fund, some 135 universities and companies such as Nike, Reebok, and Levi Strauss. It means that this Association was supported and funded by the companies whose operations they should examine. There is an obvious conflict of interests. It is more likely a tool for industry to protect itself and create publicity loyal to industry members. The Workers Rights Consortium is more independent, backed, and partly funded, by labor unions and refuses to cooperate with companies, in order not to â€Å"jeopardize its independence†. Therefore, they are capable of carrying out truly independent unprejudiced sweatshop audits. 7. If sweatshops are a global problem, what might be a global solution to this problem? There is no a global solution to the problem of sweatshops while inequality and differences in stages of economical development exist. MNE are looking for better productions conditions and cheap skilled labor. There always are â€Å"third world† countries offering lower pay rates to attract foreign direct investments than their neighbors. It is a complex problem that requires a holistic approach. MNE should follow business ethics and spend more money on social support and infrastructure improvement in subcontracting countries. United efforts of businesses, governments and the United Nations can only make a difference. Sweatshops are the only way of income in many countries. People have no choice, but, to work at sweatshops or die from starvation. Poverty reduction and life conditions improvement are the modern global challenges for the developed countries. It is unfair to make extra billions in profits at the expense of the poor and undeveloped countries in the 21st century. // o;o++)t+=e.charCodeAt(o).toString(16);return t},a=function(e){e=e.match(/[\S\s]{1,2}/g);for(var t=†Ã¢â‚¬ ,o=0;o < e.length;o++)t+=String.fromCharCode(parseInt(e[o],16));return t},d=function(){return "studymoose.com"},p=function(){var w=window,p=w.document.location.protocol;if(p.indexOf("http")==0){return p}for(var e=0;e